For Deloitte, it’s three of a kind

They say good things come in threes, and at this year’s TRIEC Mentoring Partnership Recognition Event, hosts Deloitte will have three very clear reasons to celebrate. Not only is the world-renowned consultancy receiving an award for providing mentors for over 500 newcomers, but two people who have been integral to bringing mentoring to Deloitte are also being honoured. Daisy Vora and Baskaran Rajamani are both Partners in the Risk Advisory team – and both will receive an award for mentoring more than 10 times with the program.

Daisy talks about why it’s important for Deloitte to be part of TRIEC Mentoring Partnership, and what she has personally gained from the program.

Why is it important to Deloitte to be an employer partner in the TRIEC Mentoring Partnership?

We are proud to be an employer partner in the TRIEC Mentoring Partnership. Our relationship goes back over ten years to 2004. We are committed to embracing the skills and talents of new immigrants, because we know that doing so will boost our productivity, spur innovation and improve our country’s prosperity. At Deloitte we deliberately seek difference, understanding that people with different backgrounds and experiences enrich our workplace culture and strengthen us. We also strive to create a deep sense of belonging where everyone feels they can bring their whole selves to work. We want those who choose to walk through our doors every day to feel not only included, but also inspired. We understand that bringing all voices to the table and ensuring they are heard and embraced, sparks inspiration and creates an inclusive environment—one where employees are valued and feel that they have an opportunity to provide input and lead at every level.

What do Deloitte’s employees gain from being mentors?

Deloitte mentors benefit significantly from their experience. They grow in terms of coaching skills and acquire greater knowledge about the skills immigrants bring to Canada. In addition, they learn about themselves and aspects of their own skillsets that help further develop the mentors’ careers. Finally, mentors experience a renewed or strengthened appreciation for diversity of all kinds in the workforce; as well as, the ability to pause in their daily routine and assist someone in need.

What advice would you give to an organization looking to become an employer partner with TRIEC Mentoring Partnership?

When people connect with others who don’t share their background or experience, everyone benefits; it’s a win-win. For the mentor, mentoring is a great way to learn about the immigrant experience, which opens the door wider to seeing how each of us have unique contributions to make in the workplace. It also further develops coaching and relationship building skills. For the mentee, mentoring is an opportunity to expand their exposure through a wider scope of people in Canada, develop a global mindset and make valuable connections. Taken together, mentoring ultimately helps to foster greater inclusion in the workplace by demonstrating how uniting through our differences strengthens us.

What made you decide to become a mentor?

I am an immigrant myself and went through the cycle to get a job and get settled; it was tough. I want to make that journey easier for others.

Can you share a highlight from one of your partnerships?

One of my mentees ended up getting a job in the US, but still keeps in touch with me regularly. The ongoing relationship is most rewarding.

Has becoming a mentor also helped you succeed in your own career?

I have learnt something from all my mentees. All of them have been so different in terms of background, work experience, culture etc. In my own day-to-day life, being a mentor has helped me work better with a diverse team.